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Introduction

Organizations experience a huge change when employees leave unexpectedly. In order to

adjust to the change and ensure that business operations are not affected, managing team needs to

develop a strategy for recruiting new members and retaining existing employees. The paper will

analyze recruitment plan, pre-boarding checklist and on-boarding plan, policies and practices to

avoid rapid departure of employees, and strategic plan for mitigating impact of employees' rapid

departure.

Recruitment plan

A recruitment plan is the best tool organizations can use to secure employees and organization

operations. Recruitment plan offers an effective workload, succession and budget plan, talent and

cost management. The process of recruitment planning ensures that organization evaluates the

best alternatives for job positioning. An effective recruitment plan consists of recruitment,

sourcing, on-boarding and pre-boarding phases. In recruitment phase, organizations identify the

job position and highlight all requirements need for the job which is used to select candidates in

sourcing phase. After candidates are selected and those that most fits are narrowed during

interviews, where those that meet the requirements are eligible to undergo pre-boarding and

onboarding phases.

Pre-boarding checklist

In the pre-boarding phase, candidates undergo a background check to examine their physical,

mental and psychological fitness for the job. Background check-up is essential in determining

who best fits for the job and ensure that candidates selected have no criminal records or previous

misconducts at workplace (Eldridge & Stevens, 2017).

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On-Boarding Plan

Candidates that pass pre-boarding tests are hired and introduced to onboarding procedures.

During onboarding candidates are engaged in training, filling paperwork and introduced to their

new job responsibilities and tasks (Krasman, 2015). Employees’ performance is evaluated during

the first months to ensure that they meet set targets and work effectively under minimal

supervision. Ideally, onboarding serves as a probation phase for new employees.

Policies and Practices that Prevent Rapid Employee Departure

Employees work effectively when motivated and involved in making operational decisions

and policies. To increases employee retention, there is a need to create policies that solve job

conflicts and create common goals for all parties. Policies formulated should address new ways

of motivating and empowering employees to meet the common goals. With open communication

between managers and co-workers, organizations can identify barriers to a common goal and

agree on how to resolve the barriers and conflicts at work.

Strategic Plan

Employees’ turnover is a common experience in organizational workforce. However, massive

challenge is experienced when highest performing and long-serving employees unexpectedly

departure. The gap created can cripple business operations if immediate actions are not taken to

fill-in the position. Moon, Bergemann, Brown, Chen, Chu, Eisen & Cohen (2018) posits that it is

important for organizations to be prepared for such a crisis by formulation of a strategic plan that

will handle the resulting consequences. Organizations can build a back-up through encouraging

employees to share tasks and projects which ensures that the organization absorbs the effects of

unexpected resignation (Pittman & Scully-Russ, 2016). Basically, organizations need to keep
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track of skills within the organization so as to easily identify skills that fit the job position

created. The back-up process involves 4 steps that organizations must follow effectively.

Steps

Work distribution

Work distribution ensures that highest performing employees are not overloaded with tasks.

Organizations need to disperse work and assignments in a way that skills are shared and a certain

employee is not tasked with all essential projects and tasks (Kim, 2019). The strategy facilitates

risk distribution and expansion of mind power when the highly relied personnel resign.

Double-up

It is essential to ensure that organizational resources are deployed efficiently and reservations

created. Building back-ups ensures that even in the departure of employees ongoing projects can

be completed on time and effectively.

Career development

As much as career development help in employees’ retention, it is an effective attrition

recovery method. When employees are encouraged to grow and exploit their potential, in case of

gaps in workforce they fully fit in and complete essential tasks (Kim, 2019). In addition,

organizations that encourage career to develop to create a positive brand in the talent

marketplace that allows them to easily attract top talents and skills to fill in the key roles created.

Replacement

When employees leave, it is important to engage the remaining employees. Managing team

needs to build resilience and cultivate the ability to agilely adjust to the inevitable workforce

change. Remaining employees need to be given a chance on basis of their job qualifications and

experience to show their competence for the job position (Pittman & Scully-Russ, 2016).
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Conclusion

Employee turnover is inevitable in organizational life. The steps, ideas, and perspectives that

follow after an employee have resigned determine the future of the organization. Thus leaders

owe it to employees and the organization to take proactive measures and steps to minimize the

risks of employee resignation and increase employee retention.

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References

Eldridge, B. D., & Stevens, C. (2017). APPLYING A GENERATIONAL-ORIENTED AND

FLEXIBLE ASSESSMENT AND EVALUATION FRAMEWORK TO DELIVER HIGHLY

PERSONALIZED AND EFFICIENT LEARNING ACTIVITIES. eLearning & Software for

Education, 2.

Kim, J. D. (2019). Predictable exodus: Startup acquisitions and employee departures. Available

at SSRN 3252784.

Krasman, M. (2015). Three Must‐Have Onboarding Elements for New and Relocated

Employees. Employment Relations Today, 42(2), 9-14.

Moon, K., Bergemann, P., Brown, D., Chen, A., Chu, J., Eisen, E., ... & Cohen, J. (2018).

Manufacturing productivity with worker turnover. Available at SSRN 3248075.

Pittman, P., & Scully-Russ, E. (2016). Workforce planning and development in times of delivery

system transformation. Human resources for health, 14(1), 56.